The DOI matches its Crossref record; 61 of the 61 references it cites were found in a registry or an index.
Interaction and the Conservation of Gender Inequality: Considering Employment
Abstract
How can we explain the persistence of gender hierarchy over transformations in its socioeconomic base? Part of the answer lies in the mediation of gender inequality by taken-for-granted interactional processes that rewrite inequality into new institutional arrangements. The problems of interacting cause actors to automatically sex-categorize others and, thus, to cue gender stereotypes that have various effects on interactional outcomes, usually by modifying the performance of other, more salient identities. Because changes in the status dimension of gender stereotypes lag behind changes in resource inequalities, interactional status processes can reestablish gender inequalities in new structural forms. Interactional sex categorization also biases the choice of comparison others, causing men and women to judge differently the rewards available to them. Operating in workplace relations, these processes conserve inequality by driving the gender-labeling of jobs, constructing people as gender-interested actors, contributing to employers' discriminatory preferences, and mediating men's and women's perceptions of alternatives and their willingness to settle for given job outcomes.
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“Valuation is a social process and as such will be influenced by gender status beliefs, which privilege men and 'masculine' attributes and objects over their feminine counterparts (Ridgeway 1997).”
From Gendering Reciprocity: Solving a Puzzle of Nonreciprocation (2013) · cites this paper as Ridgeway 1997
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Metadata
- Authors
- Ridgeway, C. L.
- Affiliations
- Stanford University (US)
- Corresponding author
- Ridgeway, Cecilia L.
- ORCID
- Ridgeway, Cecilia L.
- Venue
- American Sociological Review
- Publisher
- SAGE Publications
- Published
- 1997-04
- Volume
- 62
- Issue
- 2
- Pages
- 218
- ISSN
- 0003-1224 (ISSN-L)
- OpenAlex
- W2091725322
- Cited by
- 939
- References
- 61
- Citations by year
- 2026: 19 · 2025: 27 · 2024: 44 · 2023: 47 · 2022: 37 · 2021: 36 · 2020: 63 · 2019: 44 · 2018: 48 · 2017: 33 · 2016: 30 · 2015: 37 · 2014: 45 · 2013: 53 · 2012: 39
- FWCI
- 28.27
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- American Sociological Review (publishedVersion)
- Topics
- Social Sciences › Gender Studies › Gender and Feminist Studies
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Business, Management and Accounting › Industrial relations › Employment, Labor, and Gender Studies
- Keywords
- gender inequality, gender stereotypes, interaction processes, sex categorization, gender hierarchy, employment, employment discrimination, gender pay gap, job choice
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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